1. THE STATUS OF THE NELSON MANDELA MUSEUM
DEPARTMENT OF ARTS AND CULTURE
7/6/2018
THE STATUS OF THE NELSON MANDELA MUSEUM
Acting Director-General : Arts and Culture
Date: 11 OCTOBER 2016

2. DEPARTMENT OF ARTS AND CULTURE
7/6/2018
PRESENTATION OUTLINE
Introduction
Status of Council
HR related matters
Labour related issues
Infrastructure related issues
Financials
Communication
Conclusion

3. INTRODUCTION   
The Portfolio Committee of Arts and Culture visited the Nelson Mandela museum on 24 November 2014
The oversight visit was a fact finding mission aimed at:
Understanding the challenges that led to qualified audit report
Seeking ways to address the challenges confronting the institution
A follow-up visit to the NMM by the PC took place on September 2016
Main reasons for the oversight visit was to oversee the progress made since their visit in November 2014

4. INTRODUCTION   
The following issues were discussed during the site visit:
The status of Council
Human resource related matters
Organizational Structure; Job descriptions and Performance Agreements 2016/17 not signed
Labour related issues
The strike; Injury on duty; Shifting of employees during restructuring
Communication within the organisation
Infrastructure related issues
Qunu upgrade; the status of the 3 sites
Interest accrued from capital works funding
Tools of trade
Financials

5. STATUS OF COUNCIL   
The term of the current Council is coming to end on 31 October 2016 and the process of appointing a new Council is at an advanced stage
adverts, including interviews of potential candidates completed
A ministerial submission on route for approval of recommended candidates
The new Council will be inducted as soon as approval is obtained
The new Council will take office on 1 November 2016
The Council was represented by Mr Booi during PC oversight visit
The PC did not engage with Mr Booi on the day; instead requested that the whole Council attend a PC meeting in Cape Town
The aforesaid meeting is scheduled for 11 October 2016

6. HUMAN RESOURCE RELATED ISSUES  
The process undertaken to date to fill the vacant post of the Chief Executive Officer
Noteworthy
No suitable candidates could be identified from the initial call thus the Council decision to re-advertise the post
The 2 preferred candidates identified by the interview panel could not be appointed as a result of the outcome of the screening and vetting process
Museum pursued a headhunting process . The identification of potential candidates was to be submitted by 19 August 2016
Council also requested the HR Manager to source quotes for executive search. The request was made on 13 August 2016 and only effected on 22 September To date no progress has been made in this regard.
Action
Initiation date
Completion date
Initial public call for applications
January 2016
22 February 2016
Second public call for applications
March 2016
22 April 2016
Interview process
22 June 2016
Interview panel teleconference
13 August 2016

7. HUMAN RESOURCE RELATED ISSUES  
The post of the Chief Executive Officer
No names have been provided for the headhunting process
Feedback awaited from Council regarding the quote for professional executive search services from Woodburn Mann. The quote was circulated on 22 September 2016.
Status of vacant post for Senior Manager: Heritage
The position was advertised; shortlisting took place; the panel evaluated twelve applicants and only found three qualifying candidates for the position.
The resolution was taken by the panel to re-advertise the position with minor adjustments to qualifications and requirements.
A second advert was placed in Sunday Times and Daily Dispatch. The closing date was the 9th September.
The HR received 14 applications. The panel will be seating soon to compile a shortlist of candidates to be interviewed.

8. HUMAN RESOURCE RELATED ISSUES  
The status of contracts of other Managers
Names
Position
Contract start date
Contract end date
 Mr M.W Mdludlu
CFO
12 September 2011
12 September 2016
 Mr D.Z Mqamelo
HR M
01 February 2014
02 February 2019
 Miss N. Tetani
Snr Manager Marketing
March 2011
31 March 2017
 Mr T.Mkhohliwe
Supply Chain Manager
01 November 2013
30 October 2018
 Mrs N. Mashalaba
Accountant
01 October 2012
01 October 2017
Miss N. Sifika
Security Facilities and Logistics Manager
01 June 2013
30 May 2018
 Mr S. Makhutha
Financial Controller
01April 2014
01April 2019
 Miss P. Mandela
Education, Programmes and Outreach Manager
 02 November 2011
 02 November 2016
 Ms Malapane
Interim CEO
 01 July 2016
30 September 2016.

9. ISSUES RELATING TO HUMAN RESOURCES  
Organisational structure
Current organisational structure is top heavy i.e. 11 managers and 14 low level workers and also contains unfunded posts
Job descriptions
No information was provided by NMM on job descriptions
As such it is not clear whether all NMM employees have job descriptions and whether the PA are base on the job descriptions.
Performance agreements

10. KEY ACTIONS - HR   
Review the current organisational structure – NMM should consider employing an expert to assist with this process
Fill all vacant posts
The COE post has been vacant for long
Two other senior management post are vacant
Proper management of employment contracts of SMS
Contract of acting CEO and CFO have lapsed
Contracts of two other managers coming to an end in 2017
Vetting of employees (NMM contains irreplaceable valuables)
Job descriptions for all employees should be developed.
All employees should complete performance agreements
As per the directive of government, contract employees should be absorbed into the organisation

11. LABOUR RELATED ISSUES Strike by employees  
Strike by employees
The employees of the NMM embarked on a strike on 26/08 to 09/09/2016
Their final demand stood at 8% salary increase (from an initial demand of 15%) and a R400 increase in medical aid (i.e. from R1400 to R1800)
Noteworthy is that the employees medical benefit has never been increase since 2003.
Resolution of the Strike and the agreement with workers
The DAC mediated in the following settlement
7% salary increase for low level employees; 6% for middle management; and 5.5% for senior management
Medical aid benefit to increase from R1400 to R1700
Medical aid for 2017/18 and 2018/19 to increase by at least R100

12. LABOUR RELATED ISSUES Injury on duty  
Injury on duty
Accident resulting to injury of the Driver – Mr Mtshushisi Tyalakhulu.
Meeting to be held between Mr Tyalakhulu, CFO and the HR Manager to get facts around the accident.
Application forms to be completed to lodge a claim for workmen’s compensation
Council to be appraised of the accident and the actions taken as prescribed by law.
Disciplinary charges against employees
A charge sheet to be prepared and charges to be served to the affected employee.
Disciplinary action to be taken in accordance with the prescripts.

13. INFRASTRUCTURE RELATED ISSUES  
The status of the 3 sites – Bhunga, Qunu and Mvezo
The marketing material of the NMM still reflects the 3 sites
The touring plan of NMM excludes Mvezo – instead tourist are encouraged to visit Mvezo. However, tourists do not have access to Mvezo when they get there.
Council to lead the discussions between NMM and Chief Mandela to ensure that Mvezo remains part of the Mandela narrative
Qunu Upgrade (R15mil unspent conditional grant)
Management to get approval of the implementation of the upgrade plan from council and procure a Project manager and Contractor
Use of Interest accrued from Capital works funds
Proper accounting of the interest accrued to date by management
Tools of trade
Replace old laptops and vehicles. Consider approaching private companies for donation of vehicles

14. FINANCIALS Financial statement misstatements in 2015/16  
Financial statement misstatements in 2015/16
Purchase a software to enable proper financial record keeping and accounting
De-centralise the finance function (from the CFOs office) and delegate some of the responsibilities to the finance team
Irregular and wasteful expenditure incurred during
Commission an investigation into the Irregular and Wasteful expenditure
Officials responsible / implicated in the investigation to be held accountable.
Use of Interest accrued from Capital works funds
Proper accounting of the interest accrued to date by management

15. COMMUNICATION Lack of communication and low staff morale  
Lack of communication and low staff morale
Develop a schedule of monthly meetings with staff
Management should consider holding regular meetings with unions
Conduct a staff survey and develop a responsive action plan
Museum to organize a team building exercise

16. CONCLUSION   
A detailed work plan with clear timelines will be developed in collaboration with NMM
The plan will be presented to the new Council for a buy in
A schedule of monthly meeting will be held between the DAC and NMM management to track progress against the plan
NMM management to apprise Council and the PC monthly on the progress and challenges

17. THANK YOU